Bill proposed to provide paid leave to survivors of domestic abuse

Responding to a proposed Bill which would require employers to provide 10 days statutory paid leave for survivors of domestic abuse, Abigail Ampofo, interim CEO of Refuge, said:

“Refuge welcomes Alex McIntyre MP’s proposed Bill which would require employers to provide 10 days of paid leave for survivors of domestic abuse. Domestic abuse can impact all areas of a survivor’s life, including their employment, with many survivors requiring time off for appointments and court appearances, which can then in turn deplete their annual leave. Paid domestic abuse leave could provide a lifeline for survivors, allowing them to prioritise their safety without fear of losing their job and financial independence. 

“While paid domestic abuse leave is not a statutory right in England and Wales, this is long overdue – Canada, New Zealand, and Ireland are just a few of the countries who already have such legislation in place. As Alex highlighted, in addition to the serious impacts on survivors’ safety and wellbeing , domestic abuse also costs the economy millions every year through unexpected absences and lost wages. Employers who offer paid leave for survivors are less likely to feel the economic repercussions in the long run, while fostering a safer workplace.  

“Financial independence is often crucial when fleeing abusers, so a sudden loss of employment can leave survivors trapped and isolated in dangerous situations. We echo Alex’s calls for the government to implement safe leave regulations as a matter of urgency, in consultation with survivors and specialist domestic abuse organisations such as Refuge. The provision of paid domestic abuse leave would be a significant step forward in making workplaces across the country more accessible and supportive for survivors of domestic abuse, enabling them to retain essential employment in a time of crisis.” 

Offering advice to employers, Abigail Ampofo said:

“1 in 4 women in England and Wales will experience domestic abuse in their lifetime, so it is vital that employers are aware of domestic abuse and have HR policies in place that accommodate and support survivors in the workplace. 

“Navigating domestic abuse is incredibly difficult for survivors. For employers who are unsure where to start, Sharon’s Policy is a free domestic abuse policy template which is updated every year to ensure it is in line with the latest legislation. 

“Disclosures of domestic abuse should be always handled confidentially and sensitively. It is essential for employers to offer flexibility and provide reasonable adjustments, including allowing employees to have time off for their mental wellbeing and to attend appointments with support organisations, medical professionals, solicitors or the police.  

“Employers can also signpost to Refuge’s 24-hour National Domestic Abuse Helpline, where our team of highly trained advisors can offer support, advice and assist with safety planning.”